Change Management

Satisfactory Essays
Culture an important part of change management
CATEGORY: Change Management
Culture an important part of change management
7 CommentsPosted in: Change Management|Tags: Change Management, Culture Change, Employee Engagement, Leadership, Performance Management, Strategy | By: Torben Rick|March 26, 2011 *
240
inShare * * *

* * 15

* Email * * * * * * * Email
All change in organizations is challenging, but perhaps the most daunting is changing culture. There are at least two reasons for this: 1. Culture is a soft concept - If there’s no concrete way of defining or measuring culture, then how can you change it? 2. Culture represents collective norms and behaviors – It’s hard enough to change one person’s behavior — how can you change the behavior of an entire organization?
But if managers want to build high-performing organizations, they need to address culture change.
Organizational culture grows over time
People are comfortable with the current organizational culture. For people to consider culture change, usually a significant event must occur. An event that rocks their world – such as burning platform. So before you you get buy-in, people need to feel the problem. People aren’t going to consider anything until they are convinced there is a problem that truly needs to be addressed.
Even then, to recognize that the organizational culture is the culprit and to take steps to change it, is a tough journey. When people in an organization realize and recognize that their current organizational culture needs to transform to support the organization’s success and progress, change can occur.
Major steps involved in changing an organization’s culture
There are four major steps involved in changing an organization’s culture: 1. Before an organization can change its culture, it must first understand the current culture, or the way things are now. 2. Once you understand your

You May Also Find These Documents Helpful

  • Powerful Essays

    Most scholars think that changing organisational culture is difficult; however a few people think it is easy to change organisational culture. As Chu (2003) stated that organizational culture is contributed to change. In his opinion, organisational culture can collect different values and actions to form a frame to guide the behaviour of members within an organisation. In other words, organisational culture can shape what employees do in the company and control tendency of company. For example, a company may have employees who are unwilling to change and who are conductive to change, if managers recruit staff that are innovated and willing to change, they may be the new power to change organisational culture. Therefore, to form a “change” culture can make changing organisational culture easier. However, it is…

    • 2500 Words
    • 10 Pages
    Powerful Essays
  • Good Essays

    The fact that an organization's culture is made up of relatively stable and permanent characteristics tends to make it resistance to change. A culture takes a long time to form, and once established, it tends to become entrenched. Strong cultures are particularly resistance to change because employees have become committed to them. The change may be slow, but leaders have to stay alerted to protect against any return to old, familiar…

    • 770 Words
    • 4 Pages
    Good Essays
  • Good Essays

    When an organizational culture is already established, people must unlearn the old values, assumptions, and behaviors before they can learn the new ones. Executives must lead the change by changing their own behaviors. It is extremely important for executives to consistently support the change. Culture change depends on behavior change. Members of the organization must clearly understand what is expected of them, and must know how to actually do the new behaviors, once they have been defined. The culture of the change is that the sales have plummeted significantly, employee layoffs, and the departure of the president (Townsend, 2013). The role culture played in the change is that the economy changes and so do people and what they desire. What might have worked in the retail business one year might not work the…

    • 2138 Words
    • 9 Pages
    Good Essays
  • Powerful Essays

    Phelan’s article entitled, Cultural Revitalization Movements in Organization Change Management, outlines one of the most convincing case studies as it relates to what is needed in implementing successful cultural change within an organization. (2005) Phelan conveys a thorough understanding of why…

    • 1508 Words
    • 7 Pages
    Powerful Essays
  • Good Essays

    You must see “change within the organization as a permanent state” and build your culture accordingly.…

    • 475 Words
    • 2 Pages
    Good Essays
  • Better Essays

    Culture plays an important part in the change of the organization, having a culturally diverse organization brings different outlooks and ideas to the organization that allows everyone to play a part and sit down and see what works best for the corporation. Change within an organization can cause stress and chaos. Most organizations fail to implement change due to employee resistance; most people are not pro-change because they are set in their ways. High end companies that are constantly pushing change and following through will…

    • 2388 Words
    • 10 Pages
    Better Essays
  • Powerful Essays

    A key premise of this article is that cultural change or any organizational transformation is essentially a top-down activity. It cannot be delegated. If the CEO perceives the need for change, makes it a top priority, and gives it a great deal of time and attention, the organization will change. By the same token, if the CEO offers only limited lip service, needed changes just won't happen. This article outlines how the CEO can be an enthusiastic sponsor of change by paying enough attention to implementation to make the transformation take place. Reynierse and Leyden (1992) provide a case study incorporating these steps.…

    • 3489 Words
    • 14 Pages
    Powerful Essays
  • Powerful Essays

    can only be successful when the organization undergoes a culture change, essentially morphing into a…

    • 1547 Words
    • 7 Pages
    Powerful Essays
  • Powerful Essays

    Defining culture as a set of mechanisms creating cross individual behavioral consistency- In this case culture is defined as the informal values, norms, and beliefs that control how individuals and groups in an organization interact with each other and with people outside the organization.…

    • 1561 Words
    • 5 Pages
    Powerful Essays
  • Good Essays

    Change Leader

    • 1107 Words
    • 4 Pages

    In the world of change whether on a personal or organizational level, it must be facilitated by a leader of some sort or type. In his book, “Change Leader: Learning What Matters Most”, Michael Fullan goes into depth about how important and significant to organizational change a leader’s role is if the change is going to be significant enough to change the organization’s culture permanently.…

    • 1107 Words
    • 4 Pages
    Good Essays
  • Best Essays

    The culture has a big impact on a process of change, while the culture is always ”the winner” over the strategy. A changed strategy will not automatically lead to a wished change if the culture has not changed in the same way. The leader cannot perform organizational changes by using only formal structure and systems as principal instruments. The leaders also have to pay attention to the organizational culture and provide a new basis for cohesion (Hirschhorn, 2000).…

    • 3301 Words
    • 14 Pages
    Best Essays
  • Best Essays

    Next, I will discuss how culture influences organizational change will be revealed. Specific societal needs or enacted accountability measures that have forced organizations to change thought the 20th and 21st centuries will be identified and discussed. Whether there has been a shift in expectations for successful teams as well as those in leadership will be analyzed. Determination of what role does shared sacrifices play as organizations change will be assessed. Finally, how changing social context affect the need for change will be classified as…

    • 1229 Words
    • 5 Pages
    Best Essays
  • Powerful Essays

    When successful change is the desired outcome, these cultural factors play a very important role. If an organization has had a negative experience of change in the past, then change will be that much more difficult the next time around. Likewise, if the prevailing attitude is represented by the saying, "If it ain't broke, don't fix it", then making any kind of change will be met with that much more resistance.…

    • 1506 Words
    • 7 Pages
    Powerful Essays
  • Powerful Essays

    Peter Anthony (1994) asserts that the pursuit of change in a cultural sense has been considered synonymous with the pursuit of excellence for organisations. It is true that a wide variety of management practitioners view the control of organisational culture as something both possible and necessary for organisational success (Brown 1993). A survey of organisational practices of a range of firms revealed that 94% of the firms had engaged in ‘culture management’ of some sort (IRS 1997). However, despite the apparent popularity of these practices and the strong level of importance placed upon these activities, it can be seen that there is no factual evidence that supports the assertion that organisational culture as a whole can be managed, or that such a culture is critical to the success of an organisation. An examination of the various theoretical and practical pieces that both support and reject these ideas reveals that the truth of the theories are at best overstated, and possibly completely incorrect altogether.…

    • 3488 Words
    • 14 Pages
    Powerful Essays